scholarly journals Trainee Characteristics and Transfer of Training: Effect of Supervisory Support (A Study of Public Managers in Nepal)

2017 ◽  
Vol 2 (1-2) ◽  
pp. 1-13
Author(s):  
Seema Singh
Keyword(s):  
Content Validity ◽  
Self Efficacy ◽  
Transfer Of Training ◽  
Learning Transfer ◽  
Training Transfer ◽  
Supervisory Support ◽  
Public Enterprises ◽  
Factors Affecting ◽  
Public Managers ◽  
Level Of Training

The significance of transfer of training to organizations has been recognized by researchers and managers alike, and the factors affecting the transfer have been the subject of many research studies in the West.  Considering the recent growth in training investment and coverage in public enterprises in Nepal without corresponding impact on their performance, the issue of transfer of training has gained importance in our context.  This study examines the effect of trainee characteristics, viz.: perceived content validity, learning transfer motivation, and self-efficacy on the level of training transfer and the role of supervisory support in this relationship in the context of Nepali public enterprises. Due to the non-availability of total population, the non-probability sampling method, specifically, quota sampling was used for selecting organizations, and then, managers meeting the pre-defined criteria, were selected for the study. Two hundred ninety-one officials from nine public enterprises participated in the survey.  The findings suggest that level of transfer of training is moderate, and two trainee characteristics, viz.: learning transfer motivation and content validity, positively and significantly affect transfer of training whereas self-efficacy does not have such effect. Supervisory support moderates the relationship between content validity and transfer of training but not between learning transfer motivation and transfer of training.  Managerial and research implications of the findings are discussed.

Understanding the Process of Transfer of Training in a Military Context

2017 ◽  
Vol 19 (1) ◽  
pp. 101-112 ◽  
Author(s):  
Khalil Dirani
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Transfer Of Training ◽  
Learning Transfer ◽  
Military Training ◽  
Training Transfer ◽  
Transfer Factors ◽  
Factors Affecting ◽  
Civilian Workforce ◽  
Transfer Models

The Problem The learning transfer literature is mainly concerned with understanding what transfer of learning is, factors affecting the transfer, and measurements of transfer factors. Researchers have identified variables likely to foster transfer such as supervisor and peer support, role ambiguity, negative change, job stress, intrinsic and extrinsic incentives, relevance of training content, goal-setting posttraining interventions, and self-efficacy, among others. Traditional learning transfer models such as Baldwin and Ford model or the Learning Transfer System Inventory (LTSI) are frequently used to measure factors affecting transfer of training and to help human resource development (HRD) practitioners move beyond the question of whether training works to why training works. Transfer models over the past 20 years have been used to assess transfer systems, including factors at the individual, group, and organization levels, that influence transfer of training to job performance. However, little space has been dedicated to the process of transfer and factors associated to transfer in a military context, and little attention has been given to understanding other factors, not included in traditional transfer models in assisting veterans’ transition from the military to civilian workforce. The Solution This work used self-reported data from military-turned-civilian employees who were interviewed to understand the process of training transfer and to learn about the extent they were able to transfer the skills and knowledge learned in military training to their workplace. The study explored factors likely to influence training transfer from military learning cultures to civilian organizations. Results provided a better understanding on how HRD scholars and practitioners can work with, and prepare, individuals to successfully transition from a military life to the civilian workforce. A variety of individual and organizational themes emerged from the data analysis including factors such as adult learning principles, motivation to transfer, individual and organizational engagement, and roles of veterans, peers, and supervisors. The Stakeholders Human resource and organization developers working with military contexts will find this information particularly useful as well as scholars interested in investigating the transfer of training framework.

Work Environment Factors Affecting the Transfer of Training in Female Workers in the Apparel Sector of Sri Lanka

2019 ◽  
pp. 105-137
Author(s):  
Sayuri Piyumindi Wijekoon
Keyword(s):  
Sri Lanka ◽  
Work Environment ◽  
Transfer Of Training ◽  
Training Transfer ◽  
Training Data ◽  
Apparel Manufacturing ◽  
Factors Affecting ◽  
Environment Factors ◽  
Female Workers ◽  
Work Environment Factors

With the increased investment in training and development initiatives, the organizations wishing to enhance their return on investment must understand the factors that influence transfer of training. This research analyzes the impact of the work environment factors on the transfer of training. Data were garnered through a questionnaire from a sample of 100 female workers in an apparel manufacturing company in Sri Lanka. Partial least squares structural equations modeling was used to analyze the proposed model and it could achieve the coefficient of prediction (R2) of transfer of training as high as 82%, implying the significance of supervisor support, peer support, openness to change, and personal outcomes – positive on transfer of training, while feedback reported no significant impact. Further, positive personal outcomes had the strongest influence on transfer of training. Therefore, practitioners should take into account the contributions associated with each environmental factor and especially to ensure that training transfer outcomes are positive and valued by the employees.

Social Support, Computer Self-Efficacy, Transfer Motivation and ERP Training Transfer

2019 ◽  
Vol 15 (2) ◽  
pp. 1-14 ◽  
Author(s):  
Chris N. Arasanmi ◽  
Adedapo Oluwaseyi Ojo
Keyword(s):  
Enterprise Resource Planning ◽  
Self Efficacy ◽  
Resource Planning ◽  
Training Transfer ◽  
Study Data ◽  
Supervisory Support ◽  
Mediation Effects ◽  
Erp System ◽  
And Training ◽  
Computer Self Efficacy

Enterprise resource planning (ERP) system has been acknowledged as a major driver of seamless and integrated operations. Implementing ERP is a challenging task, requiring configuration, migration from legacy systems. Therefore, the successful assimilation of ERP within an organisation requires building the requisite skills and knowledge to support both the implementation and post-implementation challenges. This study investigates the relationships among supervisor support, computer self-efficacy, transfer motivation and training transfer in an enterprise system environment. The sequential mediating effects of computer self-efficacy and transfer motivation was assessed in this study. Data collected from 170 users who previously attended an ERP system training program were analysed in this study using the SPSS version 24 and Hayes Macro Process. Findings from the analysis revealed direct relationships among the variables, and the full mediation effects influence of computer self-efficacy and transfer motivation in the relationship between supervisory support and training transfer.

scholarly journals PENGARUH LINGKUNGAN KERJA, SELF-EFFICACY, DAN KARAKTERISTIK PESERTA PELATIHAN TERHADAP TRANSFER PELATIHAN KARYAWAN

Media Bisnis ◽  
2020 ◽  
Vol 12 (1) ◽  
pp. 41-48
Author(s):  
YUPITER GULO ◽  
NURTI WIDAYATI
Keyword(s):  
Work Environment ◽  
Self Efficacy ◽  
Transfer Of Training ◽  
Employee Training ◽  
Sampling Technique ◽  
Training Transfer ◽  
Training Site ◽  
Transfer Training ◽  
Training Research ◽  
Analyze Data

The purpose of this study was to determine the effect of the work environment, self-efficacy, and characteristics of trainees on the transfer of training. Research conducted on the employees of PT. PJB UP MuaraTawar, a subsidiary of PLN, by taking 90 employees as research samples using purposive sampling technique. To analyze data collected using Multiple Linear Regression to prove the research hypothesis. Based on the studies conducted, the results of the analysis show that the work environment, self-efficacy, and characteristics of trainees significantly influence the direction of the training transfer. For this reason, it is suggested that the company pay attention to the work environment, self-efficacy, and characteristics of employee training participants. With the intention of employees can transfer training well and do what has been learned at the training site into work every day.  

THE RELATIONSHIP BETWEEN MANAGEMENT SUPPORT, TRAINING MOTIVATION, INTENTION TO TRANSFER, AFFECTIVE REACTION, UTILITY REACTION, SUPERVISOR SUPPORT, AND LEVEL III AND IV LEADERSHIP TRAINING TRANSFER: A CASE IN INDONESIAN MINISTRY OF FINANCE

INFO ARTHA ◽  
2017 ◽  
Vol 2 ◽  
pp. 1-19
Author(s):  
Roby Syaiful Ubed
Keyword(s):  
Training Transfer ◽  
Hierarchical Regression ◽  
Management Support ◽  
Supervisory Support ◽  
Affective Reaction ◽  
Transfer Training ◽  
Training Motivation ◽  
Ministry Of Finance ◽  
The Relationship ◽  
And Training

The purpose of this research is to examine how training transfer is influenced by management support, training motivation, intention to transfer, affective reaction, utility reaction, supervisory support. To achieve this purpose, this study used the employees in Indonesian Ministry of Finance. A sample of 258 employees from level III and level IV leaders completed questionnaires that include measurements such as training motivation, supervisor supports, affective reaction, utility reaction, intention to transfer, training transfer, perceived training transfer, training retention, managerial transfer support, motivation to learn, training self-efficacy, and demographic characteristics. Hypothesis testing was done by using three steps of hierarchical regression analysis. The results of this study indicate that there are significantly positive relationships between the aforementioned independent variables and training transfer. Implications of this study were discussed. 

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